The effects ofLMXon gender discrimination and subjective career success

Abstract

The objectives of this study are to identify the effects of leader–member exchange (LMX) on employees' perception of gender discrimination and subjective career success and to examine the relationship between gender discrimination and subjective career success. Data was collected from hotel employees in Seoul, South Korea. To accomplish the objectives, structural equation modeling was conducted.The first result was that LMX had a significant positive impact on subjective career success. Second, LMX impacted differently gender discrimination (employment and promotion discrimination, and wage and training discrimination). Third, each gender discrimination factor influenced differently subjective career success. Understanding the relationships among LMX, gender discrimination, and subjective career success can suggest practical solutions for efficient human resource management to hotel managers.

Empowerment, Knowledge Sharing and Innovative Behaviours: Exploring Gender Differences

“…Men are accorded 'masculine' attributes such as assertiveness, agency, achievement focus and bravery, and women the 'feminine' attributes of communality, supportiveness and empathy (Diekman and Eagly, 2000;Schein, 1973Schein, , 1975. These persistent gender stereotypes influence the assignment and determination of social roles (Kim et al, 2016;Park et al, 2017). Thus, men are considered to more naturally fit leadership positions because these roles are believed to require masculine characteristics (Powell et al, 2002;Schein, 1973Schein, , 1975.…”

Perilaku Kerja Inovatif dan Efikasi Diri Kreatif pada Mahasiswa

“…Hal ini dapat terjadi karena adanya perbedaaan peran pekerjaan dan tingkat jabatan di organisasi atau perusahaan. inovatif ini (W. Kim et al, 2016;Park et al, 2017;Powell et al, 2002).…”

“…Akan tetapi, hasil penelitian ini tidak tidak sejalan dengan penelitian yang dilakukan dalam konteks organisasi seperti penelitian Østergaard (2011) dan Janssen (2000) yang menemukan adanya perbedaan perilaku kerja inovatif antara perempuan dan laki-laki. Hal ini bisa saja terjadi karena dalam organisasi lakilaki lebih sering memegang jabatan yang lebih tinggi, sehingga memiliki kekuasaan yang berbeda dalam menerapkan perilaku kerja inovatif (Kim et al, 2016;Park et al, 2017;Powell et al, 2002). Sedangkan, di universitas tidak ada perbedaan tingkat jabatan seperti itu.…”

<p>The Spillover Effects of Supportive Neighboring Behavior on Mental Health and Career Satisfaction: A Longitudinal Research on Chinese Low-Income Employees</p>

“…34 Only with the transfer of mutual aid between neighbors can a reciprocal relationship develop. 34 Previous research revealed that social relationships provide essential social resources for individuals to cope with stressful events 35 and improve themselves. 36 Given the scarce economic resources available to low-income employees, social resources are relatively important for them.…”

“…14 Moreover, both received and given neighboring behavior have long-lasting effects on social relationships between neighbors, providing low-income employees with ongoing social resources for maintaining good mental health 37 and achieving career satisfaction in the workplace. 35 By examining the mediation effect of both family interference with work and work interference with family, this research reveals the underlying mechanism through which career satisfaction and mental health are impacted by supportive neighboring behavior. Work-family conflict arises from incompatible stressors from work and family.…”